千禧一代為何愛跳槽？

千禧一代為何愛跳槽？

他們是被時代寵壞的孩子，還是對現(xiàn)實倍感無奈的憤青？

測試中可能遇到的詞匯和知識：

deserter 逃兵；擅離職守者；脫黨者[d?'z??t?]

whop 抽出；征服[w?p]

entitled to 有權(quán)享有；有…的資格

whinger 短刀；氣憤抱怨的人['hw???]

exodus 大批的離去['eks?d?s]

skewer 刺穿；串住

myriad 無數(shù)的；種種的['m?r??d]

seamless 無縫的['si?ml?s]

cohort 步兵大隊；支持者['k??h??t]

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如果您讀完全文用時為： 那么，您的閱讀速度相當于 每分鐘閱讀的英文單詞數(shù)

4分376秒 母語為英語者的朗讀速度 140

2分15秒 母語為英語的中學(xué)生的閱讀速度 250

1分2秒 母語為英語的大學(xué)生的閱讀速度 350

0分3秒 母語為英語的速讀高手 1000

Unhappy millennials want what youngsters have always wanted（639 words）

By Maximillian Kaupp-Roberts

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It is often said that youth is wasted on the young. Many twentysomethings are taking that on board — and are taking action by leaving corporate life while they still can.

In recent months the lack of loyalty among millennial staff has been causing headaches to employers, with the financial sector in particular facing an increasing number of deserters. According to a recent survey by Deloitte, 44 per cent of millennials are looking to leave their jobs within the next two years, while a whopping 66 per cent expect to be gone within five.

Are millennials simply entitled whingers, so used to a lifetime of excessive praise that they expect high pay and high-profile work from their first day in the office? Or is the problem more fundamental: are these young people simply motivated by different concerns?

I recently left my role at an investment bank, and fellow graduates working in finance have been supportive — many have told me they also have a strong desire to leave in the near future. No one expects to remain in their job long-term.

So what can be done to halt the exodus of millennials from the corporate world? One problem is that many companies are the victims of their own recruiting success. This slick process was expertly skewered by the late Marina Keegan, then a Yale student, in her 2011 essay “Even artichokes have doubts”. As Keegan put it: “I’m not special. Their team of recruiters is really good. They come at Yale with a myriad of other consultant firms and banks and sell themselves shamelessly and brilliantly to us from the time we turn twenty.”

This seamless recruitment has led many graduates who had never heard of discounted cash-flows or credit derivatives to glide into a job in the sector. Unsurprisingly, many of these young employees soon decide to move on to roles more suited to their interests.

There is more to this exodus than simple mismatching. The drudgery of entry-level jobs within professional services is well documented. Hours are spent grinding away in front of Excel and PowerPoint. A combination of routine tasks and high pressure leads to demoralised juniors. While this has long been the case, what has changed is the loss of the finance industry’s two great pull-factors: prestige and wealth. Since the 2008 crisis, the envy that a City or Wall Street job once inspired among peers has been replaced with opprobrium and judgment.

In their place, Silicon Valley companies such as Google and Facebook capture the hearts of ambitious graduates. It is hard to stay motivated when, in the eyes of much of society, you are a parasite or even a “vampire squid”.

And while the industry still pays exceptionally well, if even a young banker cannot buy a house in London, what is the point in working so hard?

Millennials are looking for the same things that young people have always wanted in a career: interesting work, financial security, good prospects and a job they can take pride in. If employers are serious about retaining talent for the long-term they should start by getting the right people in the door.

By expanding hiring away from purely elite university applicants, a smaller but more loyal cohort of employees could surely be found.

And if, as seems to be happening, profits in the industry are dropping to more ordinary levels, the workplace culture should change to reflect that. Shorter hours, less weekend work and the feeling that there is a life outside the office would go a long way to alleviating the monotony of entry-level jobs.

This normalisation may further reduce the appeal of finance to the most ambitious and competitive of graduates. And if that means that fewer potential scientists, engineers and artists end up working in the financial sector, then that may be no bad thing.

請根據(jù)你所讀到的文章內(nèi)容，完成以下自測題目：

1. Which sector in particular facing an increasing number of deserters?

A. education sector

B. financial sector

C. technological department

D. supervision department

2. What is fellow graduates’ attitude towards author’s demission?

A. opposed

B. hesitating

C. agreed

D. helpless

3. What has changed in financial sector as great pull-factors since 2008?

A. prestige and wealth

B. time and wealth

C. pressure and challenge

D. employers and interesting work

4. Which one is not mentioned when millennials are looking for in a career?

A. interesting work

B. financial security

C. sufficient holiday

D. good prospects

[1] 答案 B. financial sector

解釋：最近幾個月，千禧一代員工欠缺忠誠度的問題令雇主頭疼，特別是金融業(yè)的跳槽者越來越多。

[2] 答案 C. agreed

解釋：在金融業(yè)工作的同齡畢業(yè)生支持作者的離職。

[3] 答案 A. prestige and wealth

解釋：金融業(yè)喪失了兩個重要吸引力：聲望和財富,自2008年金融危機以來。

[4] 答案 C. sufficient holiday

解釋：千禧一代在尋找年輕人一直想從職場獲取的東西：有趣的工作、經(jīng)濟保障、良好前景以及一份他們可以引以為傲的工作。